Talent Recruitment Research Articles

Game-play characteristics differ between the European Super League and the National Rugby League: Implications for coaching and talent recruitment

Objectives To compare the game-play characteristics between the European Super League and the National Rugby League competitions. Methods Eleven team performance indicators were extracted from each match played by every European Super League and National Rugby League team over their respective 2016 season. Data were averaged, classified according to competition (two levels: European Super League and National Rugby League) and modelled using univariate and multivariate techniques. Specifically, effect size statistics enabled between group comparisons, while non-metric multidimensional scaling enabled multivariate insights into competition dissimilarity. Results Seven of the 11 performance indicators showed ‘large’ to ‘very large’ effects. Notably, National Rugby League game-play generated fewer ‘line breaks’, ‘errors’, ‘tackles’ and ‘dummy half runs’ relative to European Super League game-play ( d > 1.2). Despite the National Rugby League generating fewer ‘all runs’ ( d = 1.27 [0.57–1.95]), game-play in this competition generated greater ‘all run distances’ relative to the European Super League ( d = 1.78 [1.02–2.51]). Non-metric multidimensional scaling revealed clear multivariate competition dissimilarity, with European Super League and National Rugby League teams orienting distinctive positions on the ordination surface. Further, there was a greater spread in the relative positioning of National Rugby League teams compared to European Super League teams, indicating greater team dissimilarity within the National Rugby League. Conclusions Our observations may be explained by differing competition rule interpretations, in addition to differing game strategies and player skill capabilities. Both coaches and talent recruitment managers associated with these competitions may consider our data to assist with the identification and recruitment of suitable players from these respective competitions.

Back on track: Factors influencing Chinese returnee scholar performance in the reintegration process

Using a unique sample of 214 returnee scholars retrieved from the Changjiang Scholars Program in the fields of natural and life sciences, this study examines the impact of returneesA¢Â€Â™ transnational capital on their performance in the reintegration process. We find that established returnee scholars are more likely to have gap periods, and they have a slower recovery from reduction in research impact during the post-return period than other returnees. We also find that scholars with higher overseas research impact have higher risks of reduced research impact in the initial years upon return, and slower recovery. The duration of overseas experience has mixed effects on returnee scholarsA¢Â€Â™ post-return performance. Our findings have implications for Chinese universities in terms of formulating policies regarding returnee talent recruitment and evaluation.

Exploring talent identification and recruitment at circus arts training and performance organizations

ABSTRACTThe purpose of this study was to contribute to newly emerging research within the area of circus arts. The more specific aim was to explore talent identification and recruitment processes in this area. A total of six participants involved in the selection, identification, and recruitment of circus artists undertook semi-structured, in-depth qualitative interviews. The participants were sampled from three different circus arts training and performance organizations. The results provide an overview and contrast of the talent identification and recruitment processes involved in an international performance-based circus, a national training and performance-based circus, and a youth training and performance-based circus. The findings show the complex and changing requirements for the domain of circus from fundamental skills, to developing skills for performance, and then skills for innovation, and echo the call to support transitions between performance levels (Burtt & Lavers, 2017). This research builds a strong foundation for continued exploration to understand the complexity of this area of training and performance.Abbrevations: CDS = Cirque du Soleil FFF = Flying Fruit Fly CircusNICA = National Institute for Circus Arts FTEM = Foundation; Talent; Elite; Mastery

The Mediation Role of Employees Engagement in the Relationship between Talent Management and Talent Retention in Military Production Factories in Egypt

This research examines (1) The relationship between talent retention and talent management and its dimensions-namely; talent recruitment and talent development. (2) The effect of mediation role of employees’ engagement on the relationship between talent management and talent retention in the public-sector factories in Egypt. The theoretical background is presented. A structured questionnaire was used to test the variables using random sampling techniques (N= 560 responses) collected by circulation in 18 factories using random sampling within the talent pools of these factories. The questionnaire included three parts. Sub-questionnaires were tested for validity and reliability presented in the results. The proposed study relations were tested using Pearson correlation coefficient and multiple regression analysis. The Structural Equation Model (SEM) using AMOS 21 was used, also path analysis and fit indexes were used. The results supported the hypothesis that there is a significant relationship between talent management and talent retention. Also, the results supported the engagement mediate this relationship. The recommendations from this study will help in selecting the appropriate tasks for the talented employees to be engaging, that will encourage them to remain in the factories and it will allow them to feel a commitment to their organisation. Also, it is recommended that these factories build a clear strategy for talent management.

Strategi Talent Management Pada Usaha Kecil Dan Menengah Dalam Meningkatkan Daya Saing Bisnis

Dynamic business conditions, uncertainty and complexity require Small and Medium Enterprises (SMEs) to improve their strategy to exist in the business world. One of the important factors in business competition is the qualified Human Resources (HR). The good Management of human resource talent will be an added value for business competition. This study aims to analyze talent management strategies in SMEs to improve business competitiveness. The research methodology used a qualitative approach using case study. Data obtained through interviews and field observations on 5 key informants in SMEs belonging to members of PAUB (Women Interfaith) in Malang. The results of the study found that the SME management talent strategy consists of talent planning, talent recruitment, Talent Development and Talent Retaining. Talent Management strategy development should pay attention to corporate strategy and external environment that affect the condition of SMEs. Talent Management Strategy if applied properly is expected to improve SME productivity and profitability so that will lead to SME business continuity.

What does the Industry need to know about Chinese Hospitality Leadership?

ABSTRACTThis study examines the hospitality leadership characteristics that are essential, as perceived by emerging hospitality leaders. Four focus group interviews were conducted in mainland China involving 29 middle level hotel managers. The respondents identified the backgrounds and leadership characteristics of a total of eight highly regarded hospitality leaders in contemporary China. The unique leadership characteristics that received comment are innovative and entrepreneurial. The analysis provides confirmation of earlier research—that Chinese hospitality leaders are transformational. Chinese cultural factors such as guanxi and collectivism have a certain impact on leadership. Finally, the findings reveal that the perceived future challenges for hospitality leaders relate to hotel brand building, recruitment of talent, enabling new technology and succession planning. The study concludes with recommendations for leadership development to capitalize on the growth of the industry.

Making the transnational move: deliberation, negotiation, and disjunctures among overseas Chinese returnees in China

ABSTRACTAs Chinese cities compete aggressively for foreign-educated Chinese labour from afar and offer enticing recruitment packages, little is known about how targeted foreign-educated Chinese navigate these programmes across transnational space. This article explores the relationship between the talent recruitment programmes the Chinese state fiercely promote and the experiences of U.S.-educated Chinese returnees. Drawing upon the literature on neoliberal globalisation, skilled return migration, and Chinese diaspora engagement, I argue that transnationally connected and mobile migrants do not subscribe to the nationalistic development agenda of a particular state but move across transnational spaces by strategically utilising different forms of capital at their disposal. Based on qualitative data collected in China between 2014 and 2016, this article demonstrates that despite strong push from the Chinese state towards patriotism, foreign-educated Chinese returnees do not subscribe to the inherently place-based, nationalistic development agenda. Rather, they utilise different forms of capital that these initiatives provide in ways the Chinese state has not intended: to enhance mobility across national borders and flexibility to organise their careers and detach themselves from particular places. More work is called for to further theorise the experiences of these transnational elites and the new subjectivities emerging from these processes.

The Progressive Intersection of Talent Branding and Recruitment in Staying Ahead of the Curve! Attract-Engage-Hire-Retain

The Progressive Intersection of Talent Branding and Recruitment in Staying Ahead of the Curve! Attract-Engage-Hire-Retain

A Study on the Recruitment of Local Talent in Public Institutions of Innovation Cities Using Theory-based Evaluation

이 연구는 혁신도시를 중심으로 지역인재 채용확대 정책이 갖는 실행 과정을 조명한다. 혁신도시법 시행령에 의한 30% 채용목표제가 실현되기 위해서는 정책의 메커니즘을 파악해야 하며, 실행의 두 주체인 이전공공기관과 지역대학의 연계 방안이 요구된다. 이를 위해 공공기관 경영정보공개시스템에서 2015년부터 2017년 상반기까지 공시자료를 활용하여 지역인재 채용현황, 채용직무 등을 분석하고, 대학정보공시 사이트의 지방대학 전공목록을 대조하여 이전공공기관과 지역대학의 인재수급을 파악하였다. 또한 지역인재 채용과 관련한 이해관계자들의 심층면접을 수행하였다. 이 연구는 Weiss의 이론기반평가를 활용하여 정책의 인과와 메커니즘을 분석한 결과, 다음과 같은 논리를 이끌어냈다. 지역인재 채용비율이 권고 비율에 미달하는 원인은 이전지역 문제와 이전공공기관 문제에 기인한다. 두 가지 원인으로 인해 인력수급 불균형, 지역환경 문제, 채용정보 전달 부족, 채용제도의 불명확 등 장애요인들이 발생했다. 이에 따라 30% 채용목표제를 달성하기 위해서는 계약학과 신설, 체험형 실습 등 공동 지역인재 육성, 기관·대학·지자체 채용관리 협력체계 구성, 지역인재채용정보시스템 구축, 지역인재 모집·채용 방식 개선 등이 요구된다.This study examines the implementation process of the expansion of local talent recruitment in public institutions of innovation cities. In order to realize the 30% recruitment goal, it is necessary to grasp the mechanism of the policy, and a link between the transferred public institution and the local university is required. This study analyzed the cause and mechanism of policy by using Weiss’s theory-based evaluation. The reason why the local recruitment ratio is lower than the recommended ratio is due to the problems of the regions of innovation cities and the problems of the transferred public institutions. Public agencies, local universities, and local governments have recognized that the imbalance in supply and demand of personnel, local environmental problems, lack of recruitment information, and uncertainty of the recruitment system are the root causes of these problems. As a result, joint development of local talents, configuration of local talent recruitment and management system, establishment of local talent recruitment information system, and improvement of recruitment method have been derived.

Implementation and normalization process of asynchronous video interviewing practices in the hospitality industry

PurposeAsynchronous video interviews (AVIs) enable recruiters and job candidates to conduct and review employment interviews at different points in time, promising improved cost and time efficiencies for all users. This research aims to investigate the implementation and normalization process of AVI in the hospitality industry with the unified theory of acceptance and use of technology (UTAUT) and the normalization process theory (NPT) providing theoretical support.Design/methodology/approachSemi-structured interviews have been conducted with hiring managers from three different hospitality companies, which were in different stages of the implementation process. The data have been recorded, transcribed and coded according to the UTAUT and NPT constructs, revealing emergent themes.FindingsFive overarching themes emerged: AVI effort and efficiency expectation; augmentation to the interview process; challenges for the applicant; challenges for the recruiter; and issues with applicant interviewing aesthetics. Additional coding and analysis with NPT identified the following in terms of evaluation of the implementation process: participants’ implementation activities showed a tendency to emanate from cognitive participation (relationship work), leading to coherence (sense-making work), followed by collective action (enactment of work/operational work) and finally reflexive monitoring (appraisal work).Practical implicationsFindings from this research include recommendations for the best practices integrating AVI into the hospitality employee selection process.Originality/valueGiven the increased demands on the recruitment and selection of talent in the hospitality industry, several organizations have turned to mechanized HR software platforms. The impact of interview modalities and particularly AVI has received limited research attention, thus this study expanded this new stream of literature. Furthermore, this research is among a nascent stream using NPT to evaluate the implementation and normalization of this new technology.

What Is HR Management? —Based on the Matching of People and Posts

In the final analysis, the competition among enterprises in the 21st century is the competition of human resources. Human resources management is still a great challenge for enterprises, and talent recruitment, brain drain and other issues are endless. In response to this problem, the article uses GATCO (Guangzhou) as an example to analyze the connotation and relationship of the components of human resource management based on the matching of people and posts. Research shows that, firstly, human resources management consists of four factors: human post matching, people matching, post matching, compensationand performance matching. Among them, post matching is the basis, performance compensation matching is the tool, and post matching is the strategic goal. Being oriented, everyone matching is the essence of achieving the strategic goal of post; Secondly, the ultimate orientation of human resource management activity is the realization of employee self-value and the realization of corporate value. Among them, the realization of employee value is the premise of the realization of enterprise value; Thirdly, the most critical part of the post matching is talent, not post; Fourthly, the operation of human resources management activities comes from the joint forces among various elements. Its essence is a series of activities carried out under the guidance of strategic goals, based on positions, and human-centered.

剖析当前中国大陆公立高等学校人才招聘——以学历要求为视角

剖析当前中国大陆公立高等学校人才招聘——以学历要求为视角

북한의 식자층 인재 등용정책과 대중적 국가건설운동의 전개

해방 후 국가건설에 착수한 북한은 많은 난관에 봉착하였다. 그 가운데 가장 큰 난관은 식자층 인재의 부족이었다. 그것은 공공기관과 산업시설의 요직을 독점해온 일본인들의 귀국과 함께 심각한 문제로 부상했다. 북한은 국내 식자층 인력풀을 총동원해 그들을 최대한 효율적으로 활용하는 방식과 외부 전문인력을 초빙해 오는 두 가지 방식을 통해 인재 부족난 해결을 모색하였다. 북한의 식자층 인재 확보정책을 추적한 이 연구는 피통치자인 일반인들의 경험 기록물인 자서전･이력서류를 서술의 재료로 활용해 북한의 사회상을 재구성하고자 하였다. 일반인들의 경험 조각들을 하나하나 이어붙여 완결된 스토리를 구성하고자 하는 이 연구의 시도는 낮은 수준에서나마 일상사·미시사 등의 방법론이 북한사에도 적용될 수 있음을 보이고자 한다.

Inducing phase transitions in local innovation networks: Implications for state economic development

States can undertake innovation system network-focused actions to enhance their entrepreneurial networks. Actions directed primarily at creating transitions in their innovation network structure include: identifying the components and connectivity of the innovation network (persons, entities, businesses, etc.) and communicating with the network; establishing intermediary organizations (academies, roundtables, councils, etc.); establishing interfacial organizations to enhance information diffusion; and creating and supporting an Informatics HUB to facilitate network functions. Actions to enhance information access and communications within the innovation network include: ensuring local access to global information; supporting personal and business interactions within and outside of the local innovation system; supporting creation and maintenance of missing databases; supporting recruitment of talent in gap areas; and utilizing knowledge analytics to identify local overlaps with the global knowledge base. These are relatively inexpensive, but nonetheless challenging, alternatives to firm-level direct payments or incentives typically used by local governments. This Perspective briefly sketches the rationale behind these and related recommendations.

Centers of Gravity: The Effect of Shared Leadership and Stability in Top Management Teams on Firm Growth and Industry Evolution

We study the processes of firm growth in the evolution of the Japanese cotton spinning industry in the late 19th-early 20th century, the first episode of successful industrialization outside of Western Europe and the United Sates. By integrating strategy and historical approaches and utilizing rich quantitative firm-level data and detailed business histories, we examine the effect of top management teams’ (TMT) shared and stable leadership in the emergence of “centers of gravity” for output and talent in the industry. Shared and stable TMT leadership enabled long term expansion, innovative product choices, and the accumulation of talent and physical assets. Additionally, a focus on value creation, in conjunction with talent recruitment and promotion enabled TMTs to weather discord related disruptions.

Desiring ‘foreign talent’: lack and Lacan in anti-immigrant sentiments in Singapore

ABSTRACTIn recent years, the Singapore government’s pro-immigration policy – specifically, its recruitment of so-called foreign talent – has caused a palpable rise in anti-immigrant sentiments and discourses amongst natives of the city-state. Drawing on Lacanian psychoanalysis, a perspective so far marginal in migration research, this article offers a provocative reading of Singapore’s desire for foreign talent and the local society’s reception of these subjects. The article focuses on the ways in which frustrated Singaporeans seem to find foreign talent immigrants, especially those from mainland China, to be lacking and undesirable. Lacan’s theories enable the bold interpretations that: (1) foreign talent is not meant to fill a lack but precisely to produce it and (2) foreign talent stands for Singapore’s and Singaporeans’ unobtainable object of desire, which ultimately signifies the gaps and inconsistencies in the symbolic order confronting them. Moving away from existing conceptual frameworks and theoretical approaches, the article illustrates what a psychoanalytic lens of desire can contribute to migration and mobility research.

Research performance as a quality signal in international labor markets: Visibility of business schools worldwide through a global research performance system

Attracting talent with international capabilities is critical for the internationalization of business schools and other knowledge-intensive service-industry organizations. However, limited coverage beyond the top cohort of business schools in existing research-based rankings does not allow the majority of institutions to use these rankings as global signaling systems of their research performance. This is particularly detrimental to the development of younger research fields, such as International Business (IB). Our Global Research Performance (GRP) system affords visibility to 1029 institutions that publish in seven prominent IB journals and to a broader cohort of 3352 institutions that publish in 149 high-impact business and management journals. GRP empowers IB and other scholars to demonstrate their contribution to their organizations’ legitimacy and promotes a data-driven approach to international talent recruitment.

The Pragmatic Alliance of DEFA and Barrandov: Cultural Transfer, Popular Cinema and Czechoslovak-East German Co-productions, 1957–85

This article examines the cooperation that took place between the East German DEFA and Czechoslovakia’s Barrandov film studios, in terms of their coproductions and the recruitment of Czechoslovak talent to work on nominally East German productions. By analysing these ventures from their inception in 1957 onwards, I consider the conditions supervising the transfer of professional skills between the studios, especially during periods of intensive exchange: the mid-1960s and the 1970s. I argue that DEFA utilized Barrandov-contracted talent to facilitate its production of commercially viable light entertainment. In the 1960s, ‘travelling filmmakers’ helped DEFA to launch a series of East German-produced musicals and Indianerfilme. In the 1970s, DEFA functionaries aimed to benefit from the creative input Czechoslovak scriptwriters, directors and producers brought to children’s films. I suggest the two periods in question were shaped by distinct sets of institutional, political and creative circumstances. The recruitment of individual Czechoslovak personnel in the earlier period enabled DEFA to train in-house talent. A decade later, purges enacted by the Czechoslovak Communist Party limited creative possibilities for this country’s film-makers, incentivizing a newfound desire to partner with a studio that Barrandov had previously deemed beneath it.

Introducing the expatriate ‘Entry-Mode’: an exploratory qualitative study of a missing link in global mobility and expatriate management research

ABSTRACTThis article introduces the novel concepts of expatriate ‘entry-modes’, ‘comb-patriates’, and ‘Fourth-Country Nationals’ (FCNs), emerging from an exploratory qualitative investigation of 51 Scandinavian expatriates in Hong Kong. Global mobility research has traditionally been overly focused on the characteristics and background variables of expatriates or accumulated experiences after arrival, and has neglected the phase and mode of entering the new host country. Unveiling new global mobility patterns is significant for multinational enterprises’ (MNE) global talent recruitment, and has implications for training and development. This is due to directing the focus towards the increasing numbers of those individuals who are not expatriating in the conventional linear fashion, such as between an MNE’s headquarter (HQ) and its subsidiaries overseas. The critical stance taken in this article is articulated through a theoretical lens comprising a social constructionist epistemology. Theoretical contributions, future research avenues, as well as managerial relevance and policy implications are also discussed.

Talent Recruitment and Firm Performance: The Business of Major League Sports

Firms rely heavily on their investments in human capital to achieve profits. This research takes advantage of detailed information on worker performance and confidential information on firm revenue and operating costs to investigate the relationship between talent migration and firm profitability in major league sports. One key problem that firms have is identifying performance measures for its workforce, especially for potential employees (recruits). In contrast to nearly all other industries, in the industry of professional team sports, detailed information about the past performance of each individual worker (athlete) is known to all potential employers. First, I demonstrate using public data that worker athlete) statistics aggregated to the establishment (team) level correlate with success on the field (measured in win percentage). Second, I use confidential data from the 2007 Economic Censuses, and from the 2007 and 2008 Service Annual Surveys to investigate the link between individual worker performance and team profitability, controlling for many other aspects of the sports business, specifically taking account of the mobility of athletic “stars” and “superstars” from one team to another. The investigations in this paper provide support for the hypothesis that hiring talented individuals (stars) will increase a firm’s profit. However, there is not convincing support for the incremental benefit of hiring superstars. The mixed evidence suggests a benefit on balance.